We’re having a range of conversations.
Inclusive leadership is critical to leading innovative teams where everyone feels empowered to do their best work. We provide an overview of the core strategies that inclusive leaders need to understand and build into their daily practice, including managing biases, fostering a growth mindset, and active allyship. The goal is to help leaders understand and internalize the practices that are required to lead more inclusively.
Biases exist at the individual, cultural, and institutional levels and they are a significant barrier to diversity, equity, and inclusion efforts. We help people to understand the following: What biases are and how our brains function; How biases impact our day-to-day lives; How to disrupt, manage, and reduce our biases in our daily lives. The goal is to help people understand the impact of our biases and how to manage them effectively.
Fostering a Culture of Belonging:
Research indicates that the average person spends about 25% of their brainpower trying to ‘fit-in’. When people work to "fit-in," they tend to cover up their differences, which means that organizations miss out on critical perspectives, ideas, social networks, and creativity. Fostering a culture of belonging within an organization is critical so that employees can be their authentic selves and do their best work. The goal is to understand the importance of belonging and learn tactical ways to support others to feel a sense of belonging.
Inclusive Language and Practices:
We know that you endeavour to say and do the "right" things but often lack the necessary tools and information to do so. The goal is to understand core inclusive language and practices to create a more respectful workplace or customer/client experience. Some examples include the principles of inclusive language as it relates to age, body size, Trans* identified people, pregnancy and childcare, physical accessibility, and religion. Other examples include inclusive practices related to the use of pronouns, greetings (e.g. culturally appropriate), and compliments.
An ally is an individual who understands their privilege and actively works to leverage this privilege in a way that supports others. We help people understand how to be better allies and to help others discover ways to use their own privilege. The goal is to help people become more aware of others who look, feel, and think differently than them and to feel more confident in their role as an ally.
Leading DEI Inside Your Company:
While many organizations have internal champions -- those who care deeply about this work -- we find that too often, these champions are tasked with starting and leading a company along their DEI journey without any formal training. The goal is to help individuals advance their understanding of DEI leadership and develop the necessary skills to lead their company through change.